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# SECRET(When Filled In)# FITNESS REPORT## SECTION A1. NAME(Last)SHAW(First)Robert(Middle)T.2. DATE OF BIRTH 3. SEX   18 Jun 1925 M4. GRADE 5. SD   GS-14 D6. OFFICIAL POSITION TITLE   Ops Officer7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATION   DDP/WH/1   Mexico City9. CHECK (X) TYPE OF APPOINTMENTCAREERRESERVETEMPORARY10. CHECK (X) TYPE OF REPORTINITIALREASSIGNMENT SUPERVISORCAREER PROVISIONAL (See instructione Section C)**XX** ANNUALREASSIGNMENT EMPLOYEESPECIAL (Specify):SPECIAL (Spectly):11. DATE REPORT DUE IN O.P.    31 May 196612. REPORTING PERIOD (From-to-)    1 April 1965 - 30 April 1966## SECTION B PERFORMANCE EVALUATIONW-Weak Performance range's from wholly inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment or to separation. Describe action taken or proposed in Section-C.A- Adequate Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.P- Proficient Performance is more than satisfactory. Desired results are being produced in a proficient manner.S- Strong Performance is characterized by exceptional proficiency.O- Outstanding Performance is so exceptional in relation to requirements of the work. and in comparison to the performance of others doing similar work as to warrant special recognition.## SPECIFIC DUTIESList up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes the manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST bo rated on their ability to supervise (Indicate number of employees eupervised).Manage Station PBRUMEN Operations Section. Supervise3 other staff personnel (incl one GS-14) inside and one (GS-16)staff agent and contract personnel outside. Assign work responsibl-litles, provide operational guidances, review intelligence produc-tion and reporting, evaluate performances, etc.Agent handling and exploitation. Manage agents and otheroperational assets working against the PBRUMEN target with particu-lar attention to full exploitation of such assets.Planning and implementation of new operations, includ-ing technical operations, against the PBRUMEN target. Spotting,assessment, development, recruiting, training, and handling new,agent assets.Operational management and administration. Preparationof FIR's, dispatches (including operational progress reports),cables, memoranda, contact reports, file reviews, etc., asrequired.RATINGLETTERSRATINGLETTERORATINGLETTERSRATINGLETTERORATINGLETTERD50## OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his affectiveness in his current position such as per- formance of specific dupies, productivity, conduct on jet, cooperativeness, pertinent personal traits of habits, and particular limitasions of fulents. Based on your knowledge of employee's overall performance during the rating period, place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.25 MAY 1966RATINGLETTEROSECRET